Transformation from HRM Inadequacy and Bias-Syndrome to Transparent and Integrated Ecosystem Through IoT-Intervention in Career Management

The importance of human resource in an organizational setup was recognized with the introduction of welfare management during 1900. It continued next 40 years when the concept of personnel management evolved during 1940. The dogmatic ideals of mechanistic orientation have been transformed into organic value proposition as an extension of human relations approach augmented with neo-classical theory. All these modification and proliferations of theories have attempted to understand the individual behavior, group behavior and organizational behavioral context so that most effective and efficient human resource strategy could be adopted. Attempts were also manifested to make the system transparent, open and unbiased so that HRM strategy could be fueling the uninterrupted aspiration of each individual. 360 degree appraisal system is one of the important instances where HRM process is designed in a constructive ecosystem not intervening or interrupting instruments. The employee appraisal is the integral part of career management and the present set of appraisal system suffers from cross sectional and recorded data where the biases of superior may be inscribed. The IoT is the umbrella concept which could be used to make the system perfect. This paper would attempt to design and develop a schematic model for next generation human management system with IoT intervention where the employees could be judge and incentivized based on longitudinal data not on cross-sectional biased, sampled and skewed data. This holistic approach using HRM-IoT interface would be a strategic option for the future HRM practices and excellence in organizational performance.